Effective coaching skills: Working with Marketing and Business Development Managers and Executives of a major global firm they have learnt effective coaching skills, of directive and non directive language, use of the GROW model and effective questioning. They are now fully equipped with relevant skills to influence the behaviours and to motivate their internal clients to meet the business objectives of the firm. This ensures their clients set realistic and achievable objectives and remained focussed on global revenue and profitability. The learning has been reinforced by individual coaching to explore the practical experiences as the attendees apply the skills.

Increase of additional responsibilities within a new team: Chris has provided individual coaching, as a result of a structural change in an organisation, for a new manager during the increase of additional responsibilities within a new team. This used coaching aimed at creating the environment for the person to learn the skills needed for the new role.

Managing the impact of a significant change: Chris provided team coaching to help a client facing team manage the impact of a significant change on themselves and their peers. The change was defined and the programme was in place to change the organisation however the people were struggling to come to terms with the changes. He used the Change House model in a workshop environment to help them understand change and how to work with it as a positive benefit to the organisation.

He has coached an MD using the Change House Model to understand the impact of change on the senior executive team and then the organisation during implementation as he progressed with a new business planning exercise in a new role.

360 degree appraisal: Using the feedback from 360 degree appraisal he has coached a Senior IT Programme Manager through performance improvement. The individual sessions satisfied a number of goals set by the Learner. He has coached them through the formation of the goal to ensure it was a well defined outcome and then coached them to achieve the changes that they wanted to maximise their performance.

He has provided career development coaching with an individual from the identification of the need through to the CV creation and delivery into the public domain. The aim was to help them move into the role of their choice. This has led to the person now fulfilling the chosen CTO role.

Harty Roberts has worked with WinMark to produce a Good Practice Guide to Performance Development Reviews following a series of in depth interviews with a number of Law Firms. Click on the link to see the executive summary of our findings.